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1. |
Record Nr. |
UNINA9910467165203321 |
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Autore |
Simmons Michael |
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Titolo |
Collateral management : a guide to mitigating counterparty risk / / Michael Simmons |
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Pubbl/distr/stampa |
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Hoboken, NJ : , : Wiley, , 2019 |
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ISBN |
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1-119-37717-X |
1-119-37710-2 |
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Edizione |
[1st edition] |
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Descrizione fisica |
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1 online resource (753 pages) |
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Disciplina |
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Soggetti |
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Credit derivatives |
Collateralized debt obligations |
Electronic books. |
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Lingua di pubblicazione |
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Formato |
Materiale a stampa |
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Livello bibliografico |
Monografia |
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Nota di bibliografia |
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Includes bibliographical references and index. |
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Sommario/riassunto |
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Insight into collateral management and its increasing relevance in modern banking In the wake of recent financial crises, firms of all sizes have adjusted their policies to incorporate more frequent instances of collateral management. Collateral Management: A Guide to Mitigating Counterparty Risk explains the connection between the need for collateral management in order to alleviate counterparty risk and the actions that firms must take to achieve it. Targeted at middle and back office managers seeking a hands-on explanation of the specifics of collateral management, this book offers a thorough treatment of the subject and attends to details such as internal record management, daily procedures used in making and receiving collateral calls, and settlement-related issues that affect the movements of cash and securities collateral. An expert in financial topics ranging from trade lifecycle to operational risk, author Michael Simmons offers readers insight into a field that, so far, is struggling to produce enough expertise to meet its high demand. Presents hands-on advice and examples from a bestselling, internationally renowned author who introduces his third book on operations and operations-related activities Explains the relationship between collateral management and |
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preventing institutional defaults, such as the recent Lehman Brothers downfall Since 2008, firms have recognized and embraced the importance of collateral management, but this book will provide practitioners with a deeper understanding and appreciation of its relevance. |
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2. |
Record Nr. |
UNINA9910220127103321 |
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Autore |
Lim Nelson |
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Titolo |
Improving demographic diversity in the U.S. Air Force officer corps / / Nelson Lim [et al.] |
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Pubbl/distr/stampa |
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RAND Corporation, 2014 |
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Santa Monica, CA : , : Rand Corporation ; , 2014 |
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ISBN |
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Descrizione fisica |
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1 online resource (xx, 70 pages) : illustrations (chiefly color) |
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Disciplina |
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Soggetti |
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Diversity in the workplace |
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Lingua di pubblicazione |
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Formato |
Materiale a stampa |
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Livello bibliografico |
Monografia |
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Note generali |
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Bibliographic Level Mode of Issuance: Monograph |
"RR-495-AF"--Page 4 of cover |
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Nota di contenuto |
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Introduction -- Constructing Population Benchmarks for Air Force Line Officers -- Accessions and Retention -- Promotions -- Conclusions and Recommendations -- Appendix A: Doubly Robust Estimation -- Appendix B: Descriptive Statistics. |
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Sommario/riassunto |
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"Despite the Air Force's efforts to create a force that mirrors the racial, ethnic, and gender differences of the nation's population, minority groups and women are underrepresented in the active-duty line officer population, especially at senior levels (i.e., colonel and above). This report examines the reasons for this, with the goal of identifying potential policy responses. The authors analyzed data from multiple sources on Air Force eligibility, youths' intention to serve, accessions, retention, and promotion. A key finding is that African Americans and Hispanics are underrepresented in the Air Force compared with the |
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nation's population mainly because they meet Air Force officer eligibility requirements at lower rates (e.g., they are much less likely than whites to have a college degree). Another reason for lower representation of minorities and women among senior leaders is that, once in the military, women and minorities are less likely to choose career fields that give them the highest potential to become senior leaders. In addition, female officers have lower retention rates than male officers, and the reasons for this are not clear. Finally, the authors comprehensively examined the Air Force promotion system and found no evidence to suggest it treats women and minorities differently than white men with similar records. The authors recommend that the Air Force should seek comparable quality across ethnic/minority groups in the accession processes, since competitiveness even at this stage is a predictor of promotion success. More racial/ethnic minorities and women who are cadets and officers should be in rated career fields, which have the highest promotion rates to the senior ranks."--Rand website. |
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